Question 1

The progressive discipline process is useful if the offense is serious and demands immediate discipline.

Accepted Answer

The progressive discipline process is designed to be used for minor offenses or performance issues that may be corrected through coaching, feedback, and counseling. For serious offenses that require immediate discipline, a more immediate and severe disciplinary action may be necessary.

Question 2

When the employee decides to leave the organization without resigning and following the normal process,he/she is said to be absconding.

Accepted Answer

The statement is true. When an employee leaves the organization without following the proper process of resignation, it is considered as absconding.

Question 3

Prescription drug abuse is included in the purview of substance abuse at work.

Accepted Answer

Prescription drug abuse involves the use of medications prescribed by a doctor in ways and dosages not intended, which poses a risk for impaired job performance and workplace safety. Therefore, it falls under the category of substance abuse in the workplace.

Question 4

Alternative dispute resolution is a cheaper and more flexible option as opposed to seeking legal help on a performance issue with an employee.

Accepted Answer

Alternative dispute resolution methods such as mediation or arbitration can often be less expensive and more adaptable to the specific needs of the parties involved than going to court or seeking legal assistance.

Question 5

With a public policy exception,an employer may not fire an employee if it would violate the individual state's doctrine or statute.

Accepted Answer

This exception protects employees from being fired if the termination would go against public policy, as defined by state law or doctrine.

Question 6

If a progressive discipline process fails,then an employee is put on an improvement plan.

Accepted Answer

An improvement plan is often a step within a progressive discipline process, not necessarily what follows if the process fails. Progressive discipline may start with verbal warnings, then written warnings, followed by an improvement plan, and finally termination if improvement is not seen.

Question 7

Transferring of employees to prevent them from collecting commissions represents the good faith and fair dealing exception to the employment-at-will principle.

Accepted Answer

The answer of Transferring of employees to prevent them from...

Question 8

The National Labor Relations Board is responsible for administering and enforcing the provisions outlined in the Wagner Act.

Accepted Answer

The National Labor Relations Board (NLRB) was created by the Wagner Act (also known as the National Labor Relations Act), and is responsible for administering and enforcing the provisions outlined in the act. Therefore, the statement is true.

Question 9

A nonfraternization policy restricts managers from socializing with nonmanagement employees.

Accepted Answer

A nonfraternization policy is a workplace policy that prohibits managers from engaging in social activities with nonmanagement employees to avoid any potential conflicts of interest, favoritism or perception of such behaviors.

Question 10

An employee is entitled to union representation at an investigative interview by the Weingarten rights.

Accepted Answer

Weingarten rights state that an employee is entitled to have a union representative present at an investigative interview if they reasonably believe that the interview may lead to disciplinary action.

Question 11

The purpose of a union is to give collective bargaining power to a group of individuals.

Accepted Answer

The main purpose of a union is to provide collective bargaining power and representation to a group of workers to negotiate better working conditions, wages, and benefits with their employer.

Question 12

A wrongful discharge means the employee resigned,but only because the work conditions were so intolerable that he or she had no choice.

Accepted Answer

A wrongful discharge occurs when an employee is terminated from their job for reasons that are illegal, discriminatory, or in violation of an employment contract. It does not involve an employee resigning due to intolerable work conditions.

Question 13

Monitoring of employee postings on external websites is acceptable only when conducted under the consent of employees.

Accepted Answer

Monitoring of employee postings on external websites can potentially invade their privacy and infringe on their freedom of expression. Therefore, it is generally considered acceptable only when employees have given their consent to such monitoring.

Question 14

The Patriot Act requires organizations with more than one-hundred employees to give employees and their communities at least sixty days' notice of closure or layoff affecting fifty or more full-time employees.

Accepted Answer

The requirement for organizations to give employees and their communities at least sixty days' notice of closure or layoff affecting fifty or more full-time employees is mandated by the Worker Adjustment and Retraining Notification (WARN) Act, not the Patriot Act. The Patriot Act primarily deals with counter-terrorism efforts and law enforcement powers.

Question 15

An official written warning is issued in the first offense step of the progressive discipline process.

Accepted Answer

The first step in the progressive discipline process is usually a verbal warning, not an official written warning. The process typically starts with informal verbal warnings before escalating to formal written warnings, suspension, and finally termination.

Question 16

Wrongful termination means an employer has fired or laid off an employee for engaging in a protected activity.

Accepted Answer

The answer of Wrongful termination means an employer has fired...

Question 17

If the employee has been corrected for a behavior pattern but continues to exhibit the same behavior,it is called a persistent pattern.

Accepted Answer

If an employee has been corrected for a specific behavior pattern but continues to exhibit the same behavior, it is considered a persistent pattern.

Question 18

A mandated issue has potential legal consequences.

Accepted Answer

A mandated issue is one that has been officially ordered or required by a governing authority, and failure to comply with the mandate can result in legal consequences.

Question 19

In interest based bargaining,each party comes to the table with a list of demands it wants met.

Accepted Answer

In interest-based bargaining, parties come to the table to discuss their interests, needs, concerns, and goals, rather than specific demands. The focus is on finding mutually beneficial solutions rather than simply giving in to demands.

Question 20

Incorrect job design is an internal factor influencing performance.

Accepted Answer

The answer of Incorrect job design is an internal factor...

Quiz 10: Managing Employee Performance